EAP as a Supervisor’s Resource Employee Assistance Program

Overall Goals of EAP Demonstrates employer concern for employees Reduces obstacles which prevent people from getting help and encourages early assistance before the problem worsens Reduces the cost of personal problems at work Offers early intervention

EAP is … A confidential assessment, brief counseling and referral service to all employees and their family members. The EAP is designed to assist in the identification of any personal problem that may be affecting you, your family or your job.

Key Points Voluntary Private No cost to client Confidential Not treatment

Types of Referrals Self – 85%, Other 5% The employee contacts the EAP without being referred by the supervisor Performance problems may or may not exist

Supervisor Referral- 10% Types of Referrals Supervisor Referral- 10% The employee is referred by the supervisor based upon documented job performance problem(s). NOTE: If the supervisor does not contact the EAP, the EA professional relies upon the employee’s report.

A Resource for the Supervisor Consultation with the EAP counselor Supervisory Referral

Supervisor Referral Informal Formal

Benefits to the Supervisor An alternative to tolerating poor performance or taking an adverse action Eliminates need to get “involved” in the personal problem of the employee Permits manager to focus on performance EAP can offer supervision tips

Troubled Employee Definition: An employee whose personal problems adversely affect job performance. Typically, 12–18% of employees in an organization experience personal problems that interfere with job performance to some degree.

Managing Troubled Employees DO: Observe all employees regularly Document any and all performance problems Intervene when you notice any performance deficiencies Refer to EAP early and at every step of warning process Communicate concern and value of employee Remain focused on job performance issues Formulate specific plans for improvement with consequences Call EAP for consultation Follow all human resource policies

Managing Troubled Employees Do Not Diagnose the employee’s problem Pry into an employee’s personal life or give advice – stay job-focused Accept excuses for performance issues Ignore a performance/attendance problem Use EAP as a “last ditch effort” Wait until the employee’s job is in jeopardy Take responsibility for solving the employee’s problem Share information with co-workers Refer based on office grapevine

Observing Job Performance Be alert to decline or changes in job performance, especially with those who have histories of good performance. Ask what is causing the job performance problem: If personal, remind employee of EAP — don’t discuss the problem. If not personal, address the relevant workplace issues.

Possible Signs & Symptoms of Declining Job Performance Absenteeism On-the-Job Absenteeism Difficulty Concentrating Confusion Erratic Work Pattern Lowered Job Efficiency Friction with other Employees Unusual Behavior High Accident Rate

Referral: Key Principles Tell the employee that you are making a supervisor referral to the EAP based upon ongoing job performance problems Reference documentation and past discussions Appear supportive Remind the employee that the EAP is confidential — no confidential details will be given to you Let the employee know that you will not discuss the referral with coworkers Remind the employee that attending the EAP cannot interfere with his or her job security or promotional opportunities Let the employee know you have spoken with the EAP already

Supervisor Referral Tips Call the EAP and/or provide written information regarding the nature of job performance problems prior to referral Refer early, when job performance problems emerge Call the EAP if the EA professional does not call you after referral Don’t ignore a developing problem

Barriers to Supervisor Taking Action Betrayal of Employee Protecting a “Good” Worker Admitting Failure Misconception about Personal Problems View of EAP as a Stigma Fear of Offending Employee Viewing Referral as a Severe Step

For more information, contact… Employee Assistance Program Elizabeth Robinson, Manager robinson@nso.uchc.edu or call 860-679-2877 Ct toll free: 800-852-4392